Silence Disclosure Style Analysis

Conflict, according to Wilmot & Hocker (2011), is defined as an expressed struggle between at least two interdependent parties who perceive incompatible goals, scarce resources, and interference from others in achieving their goals.

Conflict is dissatisfaction or disagreement between one of more individuals. Work conflict is the more difficult to handle because you cannot always walk away from it or not be around the people who are causing it. Conflict usually comes from lack of communication or often time’s

What is conflict? Even something as basic as a universal definition for the word conflict seems to vary from source to source. A literature review focusing on conflict defined it as “the interaction of interdependent people who perceive incompatibility and the possibility of interference from others as a result of this incompatibility” (Brinkert 2010). Often times the disagreement results not from a concrete difference, but rather a difference in perception (Ellis & Abbott 2012). One of the most important factors effecting conflict management is the resolution style used. The most often used tool for classifying how conflict is managed is the Thomas-Kilmann Conflict Mode Instrument (Iglesias & Vallejo 2012).

Conflict is simply a disagreement or argument that can occur between two individual, groups of people in an organisation or between an employer and an employee.

Conflict is a process that every one of us has experienced throughout our lives. There are various definitions of conflict as described by different authors. Generally, conflict is a process whereby, one individual’s interest is opposed or negatively affected by the other party (Yoder-Wise,2015).

Conflict is “an expressed struggle between at least two interdependent parties who perceive incompatible goals, scarce resources, and interference from others in achieving their goals” (Hocker, 1991). There are two basic types of conflicts: substantive and emotional. According to Schermerhorn et.al., substantive conflict is a fundamental disagreement over ends or goals to be pursued and the means for their

Individuals have different levels of disclosure and when combined with another individual’s disclosure level can have positive or negative outcomes. The decision to communicate can also cause uncertainty within relationships. Prior research was conducted to try and measure what exactly causes the uncertainty and negative results to show up in a relationship. Intimacy, security, problematic events, and irritations are all different elements that can be stronger or weaker in the relationship based on the disclosure (Theiss and Solomon 2006).

The text book describes conflict as “a process that begins when one party perceives another party has or is about to negatively affect something the first party cares about.” There are different views on dealing with conflict. There is the traditional view that seeks to eliminate any conflict and the interaction group that seek to use conflict as a stepping stone to greater things. Conflict can arise in any situation and, following the managed conflict view, it is not necessarily something to be push under the table but something to

Conflict is defined as the behaviour due to which people differ in their feelings, thought and/or actions. Collins (1995) states that the conflict is a ‘serious disagreement and argument about something important’ and also as ‘a serious difference between two or more beliefs, ideas or interests’ (cf. Kumaraswamy, 1997, p. 96). In general it is believed that conflicts are the underlying cause of disputes. In other words, dispute is a manifestation of the deep rooted conflict. A dispute is defined as ‘a class or kind of conflict, which manifests itself in distinct, justifiable issues. It involves disagreement over issues capable of resolution by negotiation, mediation or third party adjudication’

Conflict can be defined in various ways and has no single clear meaning. A broad definition of conflict is a serious disagreement or argument that generally continues for a long period of time, however according to Huczynski and Buchanan (2010) no conflict exists if two or more parties are not aware of any conflict. In terms of conflict within events and leisure organisations, De Dre and Beersma (2005) say that “conflict is best viewed as a process that begins when an individual or group perceives differences and opposition between him/herself and another individual or group about interests, believes or values that better to him or her.” Within organisations, the management of conflict greatly depends on the personality and characteristic of individual managers.

According to Business Dictionary, conflict is defined as a friction or opposition resulting from actual or perceived differences or incompatibilities. It is an inevitable aspect of human life based on their behaviors like hostility, negative attitudes, antagonism, aggression, rivalry, misunderstanding and so on in the workplace or other environment. Over centuries, scholars have been studying the concept of conflict which only led to controversies. Durkheim believed it to be an abnormal phenomenon. Wilson and Kolb believed it has a disjunctive effect. Park and Burgess, Simmel argued that every interaction among humans is part of socialization, so conflict should be considered as such. Schellenberg believed that conflict is neither good nor bad but necessary (Thakore,2013).

Unhelpful “behavior” in terms of interpersonal communication eg that is the “way we’ve always done things”, eg biased, unclear or limited communication;

Conflict is a "state of disharmony brought about by differences of impulses, desires, or tendencies" (Rayeski & Bryant, 1994). Although many people and organizations view conflict as an activity that is usually negative and should be avoided, conflict is a natural result of people working

Secrets come in many forms, from white-lies to maximum disclosure; one secret can change family dynamics for a long time. The change in the family dynamic does not always have to be negative, it can be positive as well. Either way a secret or a series of secrets can impact how people feel about, view, and communicate with someone after information is disclosed to others.

Conflict: Conflict occurs when needs and desires of two individuals or parties are contradicting, consciously or unconsciously. In other words, conflict happens when parties are not getting what they want. Rahim (2001) defines conflict as an interactive process that manifests itself in incompatibility, disagreement, or dissonance within or between social entities (i.e., individuals, groups, or organizations). Fisher (1990) defined conflict as an incongruity of desires, goals or values between individuals or groups, including attempts to prove their own position accompanying mutual antagonistic feelings. Robbins (1998) comprehensively described conflict as “... a process that begins when one party perceives that another party has